Answer:
The answer is expectancy.
Explanation:
Expectancy theory is a concept developed by Victor H. Vroom in 1964, where he postulated, that the strength an individual has in terms of his or her motivation to do an action, would appear when three components are satisfied to a certain value: expectancy, instrumentality, and valence. The question above is relevant to the expectancy component, which is detailed as the belief that an individual has regarding their efforts would result in the individual choosing to perform an action. In the case of Martha, she wasn’t sure that her efforts in trying to win the contract would lead to her 10% raise (outcome, a component of instrumentality), and thus, she decided not to try.
Answer:
- Other Comprehensive income = $37,500
- Comprehensive income = $154,500
Explanation:
Other comprehensive income:
= Realized gain on sale of available-for-sale debt securities + Unrealized holding gain arising during the period on available-for-sale debt securities - Reclassification adjustment for gains included in net income
= 11,000 + 34,000 - 7,500
= $37,500
Comprehensive income = Net income + Other comprehensive income
= 117,000 + 37,500
= $154,500
Answer:
sure thing
Explanation:
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Answer:
Union suppression tactics.
Explanation:
Union suppression tactics are used to avoid union from taking steps that cause productivity of organization or taking steps against the management. It is illegal to supress the union from organizing any protest or asking any question to manegement.
Employer take different steps to supress union are plant closings, refusing to hire pro-union applicants, firing or harassing union supporters and suing permanent strike replacements
Employer should avoid following steps to negotiate union smoothly instead:
- Threaten: Employer should never retaliate or threaten employee to avoid union.
- Interrogate: Never interrogate employees about their intentions or any activities.
- Promise: Never promise anything to employee as it create high expectation and it lead to misunderstanding if it is not met.
- Spying: Employees have the right to meet with the union representatives and “hear them out” without management interference, so employer should never spy against employee.
Employer should have regular communication with employee to avoid union at workplace.